What should I do next?

Coaching Isn't a Perk

Coaching isn't a perk for the favored. It's a 5x line item for the company. Executive coaching produces an average ROI of 5x to 7x. MetrixGlobal documented a 529% ROI from executive coaching engagements. Including retention, the return climbed to 788%. 77% of executives said coaching had a significant impact on at least one major business metric. (International Coaching Federation · MetrixGlobal.) That isn't testimonial data. That's two decades of measured P&L impact. The leaders who use it have known this. Everyone else has been reading case studies and calling them inconclusive. Three things to do this coming week: 1. Pick one rising leader on your team whose next 18 months are the difference between a great hire and an external search. Calculate what an external replacement at their level would cost: search fees, ramp, lost continuity. That's the number for the coaching conversation, not your benefits budget line. 2. Ask your CHRO what your current coaching spend is, where it's deployed, and what the next-12-month re-up looks like. If the answer is 'we offer it through the EAP,' you don't have a coaching program. You have a referral. 3. If you're the leader yourself: name the one decision you've been carrying for more than 30 days. That's the case for a coach, not your performance review. The leaders winning 2026 aren't the ones who powered through alone. They're the ones who priced what their judgment is worth and bought the support to protect it. What's the one decision you've been carrying for more than 30 days that a coach would have you make this month?

View framework →

Career Path is Culture

Your culture problem is a career path problem with better PR. 47% of senior executives say so. 75% of organizations are failing to build high-performance cultures, and the #1 barrier named by 47% of 10,000 senior executives surveyed is limited career progression, ahead of incentives, disengagement, and rigid performance systems. (McKinsey, State of Organizations 2026.) If your culture isn't moving, it's because your people don't see where they're going. Career paths are the cheapest, highest-leverage culture lever you have, and most companies still treat them as an HR project. Your move this coming week: 1. Walk into Monday with one question for every direct report. What is the next role you actually want, and what would have to be true for you to land it? Listen for the gap. 2. Pick one person on your team who's been quiet for a quarter. Build a visible 12-month path with them. Not a development plan. A path. 3. In your next leadership review, swap the slide on engagement scores for a slide on career conversations had in the last 30 days, by manager. Watch what gets quiet. What is the one move you've been avoiding that this finding makes obvious? Career paths are the cheapest, highest-leverage culture lever you have, and most companies still treat them as an HR project.

View framework →

Solving For Burnout

Your midlevel leaders aren't burned out from work. They're burned out from owning what they can't control, and you're paying for resilience programs to fix what's actually a design flaw. 85% of midlevel leaders report weekly burnout, and the root cause across the org chart isn't workload. (HBR, April 2026 (Burnout Looks Different Across the Org Chart).) If your midlevel leaders are burning out, the budget you allocated to wellness will not move the number. The lever is decision rights, not deep breathing. Three moves this coming week: 1. Pull the org chart and circle every role where someone is accountable for an outcome they can't actually move. That's your burnout map. 2. In your next skip-level, ask one question. Where do you have responsibility without authority. Then write down what they say without defending it. 3. Stop funding the next resilience workshop. Spend the same dollar redesigning one decision right that's been stuck in escalation for six months. Name three midlevel roles on your org chart accountable for outcomes they can't actually move. What decision right would you give them if you weren't worried about disrupting the org? That's where the burnout number actually lives.

View framework →

A six-module course for leaders navigating change they didn't choose — and leading teams through it at the same time. Built around the Coach Briggs LEAD Framework: Lead yourself first, Explain the why, Acknowledge the impact, Direct the next step. One framework. Four moves. Something you can actually use on Monday.

Browse courses →

A six-module system for professionals at every level who want to build a stronger relationship with their manager, increase their visibility and influence, get what they need to do their best work, and advance their career — without playing politics or becoming someone they're not.

Browse courses →

An eight-module system for professionals ready to get clear on what they want, position themselves powerfully, and land the role or advancement they deserve — with practical tools for every stage from clarity to negotiation.

Browse courses →